Business continuity doesn’t just extend to making sure the business can still run during a major weather event

Every day, everywhere in the world, people get new jobs, leave unexpectedly, are hurt or get sick; and every day there is someone who realizes that nobody else knows how to do that person’s job.

 There are many, many companies out in the world who have a handful of people who are fountains of knowledge about their particular area. It might be a product, or a process – all that matters is if that person wasn’t able to do their job tomorrow – we would be up a creek without a paddle. Even companies with the most developed succession plans are guilty of containing knowledge to one or two people. They nearly all have internal value propositions – maybe they’re even mandated to put succession plans in place.

Realistically, however, it’s always easier to maintain the status quo instead of ensuring that knowledge is held – to the same level – by more than one person.  Investment in learning takes time, money and patience. When someone leaves, or is away from their role for an extended period of time, the real problem becomes: at what cost?

 If you know you’re that person – how do you maintain your value to the company whilst also sharing your knowledge? Many people fall into the trap of believing they are indispensable to their company; unfortunately there isn’t a single CEO out there who will tell you that you aren’t replaceable – because everyone is. What makes people valuable (not indispensable), is their willingness to share their insight, and allow other people the opportunity to grow and learn. The people I want working with me are the people I’m going to learn something from.

 If your company has a succession plan on paper – start putting that planning into practice. And if your company doesn’t have a succession plan – start trying to create one. There is nothing to be gained by keeping knowledge contained.